Red
Driving
May favor directness, momentum, and clear outcomes.
Ask: What outcome matters most, and what tradeoffs should we consider?
Learning at work
Insight becomes useful
in a conversation.
Notice how you prefer to make decisions, share information and respond under pressure. Then try one small adjustment with the people you work with.
Start with something real
A clearer request.
A better next step.
A profile can give you language for a preference. The useful part is checking what another person needs and agreeing what to do together.
“Please communicate better” leaves both people guessing. For a decision coming up tomorrow, you could try:
“Could you start with your recommendation, the main risk and what you need from me? Keep the supporting detail available so we can explore it together.”
Ask whether that format works for them. They may need time to prepare, a written question or a different way to contribute. Adjust the request together and review whether it helped.
Four approaches. Room for all of them.
Everyone can draw on all four styles. These descriptions are invitations to ask a question, rather than instructions for treating someone a certain way.
Yellow
Inspiring
May favor possibilities, interaction, and an engaging exchange of ideas.
Ask: Which possibilities interest you, and what would help us act on one?
Green
Supporting
May favor steady progress, consideration, and dependable collaboration.
Ask: What support or preparation would make this easier to work through?
Blue
Calculating
May favor precision, evidence, and time to evaluate details.
Ask: What information or criteria would help you assess this option?
Read with context
A starting point
for reflection.
Your Personal Profile begins with ten questions about your preferences. Your report brings together your response patterns and practical suggestions, including AI-assisted interpretation. It helps you explore working relationships, communication and development.
Your scores compare the styles within your own responses. The strongest is shown as 100; the others are relative to it. They are not population rankings, measures of skill or percentages that must add to 100.
When a description feels right, think of a recent example. When it does not, write down what you would change. A detailed report is still only one perspective: your responsibilities, experience and the situation matter.
See the assessment and company rollout process →For your next conversation
Keep learning in your client library.
Two detailed guides help you understand your report and put it to work. Practical tools support feedback, decisions, change and team agreements.
- Find one description worth exploring.
- Prepare a specific request or question.
- Try it, listen and adapt.
Taking part through your company? Your existing sign-in gives eligible clients access to the library. Get help joining your assessment. Planning a rollout? Talk with us about your team.